In our current crisis of housing affordability and availability, development approvals are under significant pressure. Rules are changing, technology and systems can be both frustrating and demanding, planners are in demand between Councils and across different sectors, and developers and citizens are often chasing multiple and sometimes conflicting outcomes.
State government has recently stated they expect more and faster applications to be approved. Councillors hear multiple perspectives from their constituents - for or against an individual development and/or passionate assertions about broader issues such as heritage conservation and tree cover. Neighbours may seek to resist any impact arising from a proposed development, and of course, applicants want the right to pursue their dreams at the lowest possible price.
Council development assessment planners are thus required to balance the competing expectations and demands of several stakeholders.
In such a fraught space, a Service Review can assist Local Council development assessment teams to consider and analyse key management issues and pressures. For example:
A Service Review can help your Council streamline operations, reduce processing times, and improve decision-making. By identifying bottlenecks, optimising workflows, and enhancing communication, you can deliver faster, more efficient, and more transparent development assessments.
Centium has been working with NSW Councils for the past two years on various Service Reviews, including several relating to development assessment.
A consistent element of our methodology is benchmarking, and we focus on two types:
We are currently finalising a benchmarking exercise that focuses on resourcing levels for development assessment between eight Sydney Councils.
We started with a quantitative approach - collecting data against agreed measures including number and level of planners, availability of specialist advisors (heritage, ecology, engineering etc.), litigation levels, administrative support, etc. Our next step is to convene a benchmarking workshop to discuss comparative insights and performance strategies. Importantly, we have committed to distributing our analysis to all participating Councils.
Every Council is unique, but comparing with colleagues helps participants to better understand the local factors that shape and influence performance. These insights help to identify improvement strategies and achieve desired outcomes.
If your Council would like to undertake a service review of your development assessment or any other service, consider partnering with a reputable consulting firm experienced in local government service reviews.
Centium possesses the expertise and experience to design and implement service review frameworks tailored to your Council context and performance objectives. Our team has undertaken over 20 service reviews which equips them well to understand the unique challenges associated with development assessment and other service delivery. We are confident of conduct a range of reviews that meet your Council's specific needs.
For more information, please contact Penny Corkill, Partner Risk & Assurance from the details below.
The recent local council elections in NSW have triggered leadership transitions and will result in temporary vacancies in key leadership roles for many councils. While this is a normal part of post-election change, it can delay decision-making, disrupt the reassessment of crucial frameworks and policies, and raise serious governance challenges.
Due to geographical challenges, this issue is compounded for councils in regional NSW who find it harder to attract and retain skilled and experienced staff. Working with councils across regional NSW over the last 10 years, Centium knows the unique pressures they face - tighter budgets, aging infrastructure, and rising community expectations. All add complexity to managing council transitions.
These challenges require a strategic approach to governance, which temporary role fulfilments and secondments can deliver, helping to ensure continuity, community confidence, compliance and an ability to align with new legislative requirements during periods of change.
Why Robust Governance is Essential for Your Council's Success Post-Election
Effective governance is not just about having policies on paper; it’s about embedding those frameworks into your organisation’s day-to-day operations. A robust governance framework ensures that your council remains operational and compliant, even during this period of change. It enables smooth transitions, continuity in service delivery, and compliance with evolving legislative requirements and community confidence.
Strengthening Your Council's Governance Frameworks and Practices with Centium
Centium offers Governance as a Service, providing tailored governance solutions to help councils manage disruptions effectively. We specialise in filling gaps caused by personnel changes or structural issues, offering both strategic and operational support to ensure your governance practices are robust, efficient, and aligned with your long-term goals.
With our expert team, we guide you through designing governance structures, drafting up-to-date user-friendly policies, and filling gaps in your workforce through short-term, part-time, or flexible placements. This collaborative approach ensures you have confidence in your governance practices and can focus on your core objectives.
Efficient Governance Equals Better Performance
Proactive governance helps minimise rework, avoid compliance breaches, and reduce remediation costs. Centium’s Governance as a Service is designed to meet your specific needs, ensuring that you maintain operational efficiency even in times of staff shortages or structural change. Let Centium help you develop a governance solution that instills confidence and peace of mind.
Our Expertise
Our team includes former Ombudsmen, senior executives from local, state, and federal governments, as well as former CEOs, COOs, CFOs, and Company Secretaries. With this level of experience, Centium delivers governance services that are tailored to your specific operational needs, ensuring the continuity and effectiveness of your governance structures.
Our Track Record
Centium has assisted organisations develop and review policies and procedures, provided secretariat services, and conducted governance reviews to assist organisations in refining their operating models. We ensure that your governance structures are not only implemented but embedded into your organization’s operations, providing long-term stability and success.
Explore our Governance services or get in touch with lisa.braid@centium.com.au for an obligation-free conversation.
Most recently, the conversation around workplace discrimination has evolved significantly, particularly with the introduction of the Positive Duty under the Sex Discrimination Act 1984 (Cth).
This statutory obligation represents a fundamental shift in how Australian organisations and employers approach issues of sex discrimination and harassment in the workplace.
Rather than merely responding to incidents after they occur, businesses are now mandated to take proactive measures to prevent discrimination and harm before they happen.
A ‘Positive Duty’ refers to an obligation to take specific actions to promote a desired outcome or to fulfill a responsibility, rather than simply refraining from harmful actions.
In the context of the Commonwealth Sex Discrimination Act, it means that individuals or organisations must actively ensure the welfare and rights of others, rather than just avoiding wrongdoing.
At its core, the Positive Duty requires that all ‘persons conducting a business or undertaking’ and employers in Australia, regardless of size or resources must implement reasonable and proportionate measures to eliminate unlawful conduct related to sexual harassment and or discrimination in the workplace.
The scope of the positive duty is broad. It applies to all organisations, including:
This comprehensive applicability underscores the critical nature of fostering a workplace free from discrimination and harassment. Essentially, if you are engaged in a business or undertaking, you are required to comply with this law.
So, what can organisations do to meet their obligations under the Positive Duty? Here are a few actionable steps that Centium can assist your organisation with, to address the Positive Duty:
The introduction of the Positive Duty under the Sex Discrimination Act 1984 marks a significant milestone in the ongoing fight against workplace discrimination and harassment in Australia.
By shifting the focus from reactive to proactive measures, organisations can create safer, more inclusive workplaces that benefit everyone.
Compliance is not just about meeting legal obligations; it’s about fostering a culture where every employee feels valued and respected. As we move forward, let’s embrace this change and commit to preventing discrimination in all its forms, with Centium by your side to guide and support you every step of the way.
Art isn't just about aesthetics; it's a significant asset for councils. From sculptures gracing public squares to paintings adorning council buildings, these pieces enrich our spaces, reflect the community's character, and offer a window into our history, diversity, and local identity.
Many councils are fortunate to hold collections encompassing colonial pieces, contemporary creations, Indigenous works, photographs and other objects – a treasure trove entrusted to their care.
Often, these collections find a home in council-run art galleries, expertly managed by curators who stage captivating exhibitions. But amidst day-to-day operations, a crucial aspect can sometimes be overlooked: the proper management and custody of the art itself.
An internal audit of your council's art collection is an invaluable tool for ensuring Council’s art collections are adequately protected and well-maintained.
The benefits of an internal audit extend beyond compliance and risk management. An art collection internal audit focuses on the transparency and accountability of public assets; recordkeeping; provenance and safeguarding the integrity of the collection; security; and the overall preservation of the works, whether on or off display.
An art collection internal audit goes beyond just protecting assets. It demonstrates transparency and accountability to the community you serve. It showcases your council's commitment to responsible stewardship of valuable cultural heritage.
Centium's recent internal audit of a large council art gallery's collection serves as a real-world example. The audit included an assessment of:
While generally a good news story for Council and its community, we made recommendations to strengthen controls to ensure that the collection is preserved for future generations. The audit was met with great appreciation from both council management and the Audit, Risk & Improvement Committee.
Our client found immense value in the assurance and helpful recommendations for improvement that the audit provided regarding the safeguarding of their unique collection.
If your council possesses a valuable art collection, consider partnering with a reputable auditing firm experienced in art collection management.
Centium possesses the expertise and experience to conduct comprehensive art collection audits. Our team understands the unique challenges associated with managing valuable artworks and can tailor an audit to meet your council's specific needs.
Contact us today to discuss how we can help you protect your artistic legacy.
This week [12-16 August 2024] is Bullying No Way Week, Australia’s key bullying prevention initiative that connects schools and communities to find workable solutions to prevent bullying.
This year’s theme is Everyone belongs: when we feel like we belong, bullying struggles to find a place. While this is important in all settings, it is more prevalent in the workplace and in schools, college or university.
What is Bullying?
Understanding what is bullying is essential in the development of a culture that does not tolerate bullying and wishes to foster a positive environment. Here are three common means of bullying (you may see some overlap between them):
Bullying behaviours can be varied: they may be verbal, physical, or conducted through online means (or all three!). In whatever shape or form, bullying has three defining characteristics:
Standing up to bullies can be difficult, especially if there is a culture of normality, no person to report bullying to, or reports of bullying fall on deaf ears and go unaddressed.
Useful resources to prevent bullying:
Here are some useful resources, depending on whether you might be interested in the prevention of bullying in the workplace or schools:
Bullying at work:
Bullying in schools:
What is irrefutable is that bullying is never OK! It has ramifications for any victim or affected person, and the psychological effects can be long-term.
If bullying is tolerated at the workplace or in the school playground, it will likely transition into all environments, even the home. The longer bullying continues without intervention, the more it becomes emboldened and harder to address. Let’s stop it now!
Centium can work with you to raise awareness among your staff (via online or face to face training), assess and manage risks, or investigate allegations of bullying.
Contact us today!
Introduction
Within Australia the contemporary workplace is increasingly recognised as a critical environment influencing employee mental health and overall well-being. Psychosocial injuries, stemming from adverse psychological and social factors, can significantly affect employees' health, productivity, and organisational culture.
This short blog explores the nature of psychosocial injury risk in the workplace, identifying contributing factors and potential consequences, and identifies some effective management strategies to mitigate these risks.
Understanding and addressing psychosocial injury risks is essential for creating a healthy work environment and fostering employee engagement and productivity. This in turn will result in reduced staff absences, lower staff turnover and financial savings.
Understanding Psychosocial Injury Risks
Psychosocial injuries in the workplace refer to psychological harm resulting from workplace conditions, relationships, and organisational practices. These injuries can manifest as stress, anxiety, depression, or burnout, adversely impacting employees and employers alike.
Psychosocial risks encompass a wide range of factors that can harm an employee's mental health. These risks may be categorised into two primary types:
Contributing Factors & Potential Consequences
Several factors contribute to psychosocial injury risk in the workplace, including:
Psychosocial injuries can lead to severe consequences for both employees and organisations, including increased absenteeism, decreased productivity, high turnover rates, and possible legal and financial implications for employers.
What Employers Can Do – Getting the Basics Right
There are a number of options available to employers to support the mental health of their employees, as follows:
Additional Proactive Strategies to Manage Psychosocial Injury Risks
Conclusion
Beyond being a legal obligation, effectively managing psychosocial injury risks in the workplace is vital for fostering employee well-being and driving organisational success. By comprehending these risks and applying thorough management strategies, organisations can cultivate a healthier work environment, decrease the occurrence of psychosocial injuries, and boost overall productivity.
At Centium, we view psychosocial health and safety as a proactive strategy rather than a reactive measure. By utilising experienced personnel, we empower you to anticipate and navigate potential risks and challenges while capitalising on opportunities for improvement.
Centium understands that every organisation is unique, which is why we customise our psychosocial health and safety services to align with your specific needs and objectives. Our team works closely with you to facilitate in-depth discussions, understand your challenges, and develop tailored strategies and solutions that effectively address your risk profile and operating environment.
Contact us to discuss your requirements!
This NAIDOC Week from July 7-14, 2024, Centium joins communities across Australia in celebrating the rich and diverse cultures of Aboriginal and Torres Strait Islander peoples. This year’s theme "Keep the Fire Burning! Blak, Loud & Proud," beautifully symbolises the enduring strength and vitality of First Nations culture. We acknowledge the immense privilege of living and working on the lands of the oldest living culture in the world.
Why NAIDOC Week Matters
NAIDOC Week is more than just a celebration. It's a crucial time to reflect on, respect, learn from, and honour the history, culture, and achievements of Aboriginal and Torres Strait Islanders. It's an opportunity to bridge gaps in understanding and build connections. We celebrate the knowledge, traditions, resilience, and profound connection to Country of these vibrant communities. This week also serves as a formal recognition of the invaluable knowledge and wisdom First Nations people have shared for generations, benefiting all Australians.
Embracing the Theme
"Keep the Fire Burning! Blak, Loud & Proud" reminds us of the deep significance of fire in Indigenous cultures. It's not just a source of warmth and light, but a symbol of:
This theme is a call to action – to amplify the voices of our Aboriginal and Torres Strait Islanders. It's time to celebrate their stories, languages, art, and achievements, ensuring their rich culture continues to thrive.
Our Commitment at Centium
At Centium, fostering diversity, inclusion, and cultural awareness is paramount. We actively celebrate NAIDOC Week by:
Let's Keep the Conversation Going
Centium is committed to ongoing learning and progress. We'd love to hear your thoughts and ideas on how we, as a company and individuals, can contribute meaningfully to reconciliation efforts.
Here are a few ways you can get involved:
Support Indigenous Businesses: Seek out and support products and services from Aboriginal and Torres Strait Islander communities
Educate Yourself and Others: Continue your learning journey and share your knowledge with friends, family, and colleagues
Share This Article: Spread awareness about NAIDOC Week and the importance of reconciliation by sharing this article with your network.
Ensuring the integrity and transparency of procurement processes is crucial for public trust and value for money. Yet another audit of public sector procurement processes, this time in Victoria, has found government agencies lacking in this area. The Victorian Auditor-General’s report, Assuring the Integrity of the Victorian Government’s Procurement Activities, identifies critical gaps and opportunities for improvement in fraud and corruption controls.
During the planning stage of the audit, ten Victorian Government departments were assessed, with three selected for in-depth analysis. Key highlights include:
Centium is an independent audit and assurance firm that specialises in enhancing governance, fraud control and integrity across the public and private sectors. We achieve this by offering agencies the following array of governance and risk management services:
Fore more information, please read our article here : Procurement and Contract Management Maturity Model
Dr Allan Yates, Centium's foremost expert in fraud, bribery and corruption, brings extensive experience in corporate advisory, probity, and risk management across a diverse range of public and private sector organisations. He is an industry recognised speaker and lecturer on ethics, integrity, and fraud prevention.
For more information on how Centium can support your organisation in strengthening its fraud and corruption controls, contact Director Probity & Governance Lisa Braid
Assuring the Integrity of the Victorian Government’s Procurement Activities, Victorian Auditor-General’s Office, VAGO, 20 June 2024, https://www.audit.vic.gov.au/report/assuring-integrity-victorian-governments-procurement-activities?section= .
As you are aware the governance structure of an organisation consists of a web of values, principles and practices. Within this intricate framework, boards and directors hold the reins, steering the ship to achieve the organisation's mission and objectives. It's a role that demands not just leadership but a high standard of ethical conduct, ensuring every decision complies with relevant laws and regulations—especially those related to work health and safety (WHS).
While this might seem like common sense, the reality is often different. Many boards and executive-level officers lack a clear and contemporary understanding of their WHS responsibilities. Instead, they rely heavily on existing WHS systems and processes, assuming these will cover all bases. However, without active oversight and evaluation of these systems, there's a significant risk, both organisationally and to individual office holders.
This oversight gap can leave key decision-makers essentially 'blind' to their organisation's safety performance, even as they bear continuous and ultimate legal responsibility for it. It's a precarious position that underscores the need for a proactive approach to governance—one that prioritizes both understanding and oversight of health and safety duties.
Assisting with Organisational Due Diligence & Governance
At Centium, our team of seasoned consultants works closely with Australian, State, and Local Government agencies to enhance due diligence and governance in work health and safety (WHS). Here's how we make a difference:
Take Actions for a Safer Workplace
Subscribe to Our Newsletter: Stay updated on the latest regulatory changes, audit and risk management trends, and expert insights by subscribing to our monthly newsletter.
This Sunday, 23 June 2024, marks World Whistleblowers Day, an important occasion to recognise the courage and significance of individuals who speak up about misconduct, fraud, corruption, waste of public money, or other unethical behaviour.
In New South Wales, the Ombudsman's office is the primary point of contact for advice and guidance under the Public Interest Disclosure Act 2022 (NSW). Similar legislation exists in other states and territories across Australia. In the private sector, whistleblowing protections are governed by the Corporations Act 2001 (Cth), with the Australian Securities & Investments Commission (ASIC) offering comprehensive information on rights and protections for whistleblowers.
Whistleblowers play a crucial role in safeguarding transparency and accountability within organisations and government bodies. By reporting wrongdoing, they help prevent harm, uphold integrity, and promote a culture of ethical conduct. It is essential for organisations to have robust frameworks and policies in place to support whistleblowers and ensure their protection from retaliation.
Centium's experts understand the intricacies of whistleblower legislation and the obligations of employers. We provide expert advice on the requirements of Public Interest Disclosure legislation, conduct independent workplace investigations, and deliver training to staff and disclosure officers to enhance awareness and compliance with legal obligations. Contact us at info@centium.com.au to discuss how we can partner with you to strengthen your organisational capacity to address whistleblowing issues effectively.
To assist NSW Local Councils we have recently developed a cheat sheet to help navigate the Public Interest Disclosure Act 2022 (NSW), the Model Code of Conduct and Local Government Industry Standards. To obtain a copy, contact Lisa Braid.
On this World Whistleblowers Day, let us reaffirm our commitment to supporting ethical courage and protecting those who speak out for the greater good of our workplaces and communities.
It can get pretty complicated when you're trying to navigate the Public Interest Disclosures Act 2022 (PID Act), Model Code of Conduct Procedures (the Procedures) and Industry Guidelines when conducting a workplace investigation in local government. To assist in bringing clarity to this challenge, Centium has developed a free resource tailored specifically for local government HR and governance professionals to help meet your obligations. The resource includes a very helpful comparison of procedural requirements in the PID act to those in the Procedures.
Why is this resource so essential? In the realm of local government, ensuring transparency, accountability, and ethical conduct is paramount. However, understanding the maze of legislation, codes of conduct, and industry guidelines can be overwhelming, particularly when it comes to conducting workplace investigations.
Recognising the need for clarity and guidance, our team at Centium, known for our expertise as pre-eminent workplace investigators, PID Act experts, and specialists in local government practices, integrity, and ethics, has developed this resource as a practical tool and roadmap.
Comprehensive Coverage: We've examined the procedural nuances of each framework and distilled them into an easily digestible format. Whether you're grappling with disclosure procedures under the PID Act 2022, investigating breaches of the Model Code of Conduct, or adhering to industry guidelines on workplace investigations, our table has you covered.
Practical Guidance: Beyond just outlining the requirements, our resource provides practical insights and recommendations for navigating the investigation process effectively. From selecting investigators to ensuring procedural fairness, we offer actionable advice tailored specifically to the unique context of local government governance.
Empowering Local Government Professionals: We believe in empowering local government professionals with the tools you need to succeed. That's why our resource is available for free download, ensuring accessibility for all those involved in governance roles within local councils.
Whether you're a council member, governance officer, or HR professional in the local government sector, our resource is designed to streamline your understanding of, and approach to, workplace investigations. Bid farewell to confusion and uncertainty – download our table today and unlock a clearer path to ensuring integrity and accountability in your organisation's governance practices with Centium, your trusted partner in workplace investigations, integrity consulting and learning and development.
Chris Wheeler, Specialist Advisor, Ethical Conduct. Former Deputy NSW Ombudsman (1994-2019)
Key specialisations include:
Get in touch to have your agency's policies, procedures, and practices reviewed by our experts for compliance and effectiveness. Alternatively, reach out to our Director of Probity & Ethics, Lisa Braid to obtain your Free Resource that helps you navigating PID and administrative law.
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